How to develop a competitive internship programme for your company

Consider the reasons why your company needs interns

Think about why you want to hire an intern – you might want to test their skills before hiring them as a full-time employee, or you want to alleviate the workload of your staff during a busy period. Perhaps you want to introduce a fresh new perspective into your team. Whatever the reason, make sure you have a specific goal in mind that reflects your business’s needs. Do not forget to inform applicants during the interview about whether this is strictly a temporary position, or it could potentially grow into a permanent contract.

Outline your internship programme in detail

Make sure your internship programme is as detailed as possible. Think about all aspects of the internship, such as duration, selection criteria, the department/team the intern will be working in, who will mentor/supervise them, what tasks and projects they will be involved in, how many interns you need to hire, desired outcomes (for them and your business), salary, perks, etc. The more detailed the internship programme, the more likely it is to match your company’s and the intern’s needs.

Make an intern evaluation plan

Think about what skills and knowledge you want the intern to acquire by the end of their internship, and how you will be monitoring their progress. Do not forget to set out an improvement plan in case they are struggling with their tasks. You need to make sure that the person supervising/mentoring your intern will be able to dedicate enough time to support them and answer their questions.

Make an onboarding plan

For many interns, this might be their first experience in the world of work, so make sure to gradually introduce them to your business and colleagues. Tell them about your company’s culture, let them meet their team in a relaxed setting, and give them time to get acquainted with your business and their tasks.

Offer compensation if possible

If your local laws allow it, make sure your interns receive compensation for their work. This can mean a lot to someone who has just started their career journey and cannot rely on someone else to support them financially. You can even contact your local public employment service to ask about any funding programmes that cover salaries for interns.

Talk to a EURES Adviser

Last but not least, talk to your local EURES Adviser about how EURES can help you recruit an intern. They can advise you on how to advertise your internship role or let you know about upcoming job fairs where you can find your ideal candidate.

When the office becomes part of the home, the distinction between work and personal time can become unclear. Check out these top tips for employers on fostering a healthy work-life balance for employees post-COVID-19.

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